PeopleClues Employee Assessment Test System

PeopleClues is a suite of pre-employment assessment tests and benchmarking tools that identify candidates with an aptitude for on-the-job success.

WHAT MAKES THE PEOPLECLUES EMPLOYEE ASSESSMENT TEST THE RIGHT CHOICE?

With the PeopleClues employee assessment test, employers can mix and match job candidates to 120+ benchmarked job templates and screen for specific job skills, aptitude, job fit, employee attitude and even counter-productive behaviors. These applicants can then be compared to employees in multiple industries, jobs, and roles.

No need to wait! Click here to test drive PeopleClues

PEOPLECLUES EMPLOYEE ASSESSMENT TEST OFFERS:

Short completion time (7-20 minute average)

Straightforward, highly visual employee assessment test results

Custom job categories for 120+ jobs in over a dozen industries including retail, property management, sales, restaurants, call centers, C-Stores and more

Multiple languages (Spanish and English – call for more languages in development)

Additional data mining options available from the results of one employment assessment test taken per participant

The Science of PeopleClues Assessments: Download a copy of the executive summary of our technical manuals including its development, standardization, and validation.

What do our customers have to say about PeopleClues?

After reviewing the way that we analyzed employee assessment test results, combined with some additional compensation and benefits changes at the company, we were able to reduce turnover by 25 percent in one year. We attribute much of that improvement to PeopleClues.

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The accepted premise of PeopleClues employee assessment test is that personality is an inherited complex of traits that controlled our behavior in the past, controls it at present and will in the future. Since many of the traits are temporarily fixed and measurable, we can assess people to determine their preferred behavioral styles. The most common is the five-factor model, also known as the “Big Five”, which identifies five personality dimensions called OCEAN:

Openness (to experience)

Conscientiousness

Extraversion

Agreeableness

Neuroticism

While these five factors have been given various names, we have chosen to label them as CLUES, an easily-remembered acronym that precisely captures their intended usage. These five independent factors, each of which is found to be normally distributed across large groups of adults, are:

Conscientious:Describes the degree to which the individual is persistent, organized and motivated ranging from being highly disciplined and dependable to being carefree and lackadaisical.

Likeable:Describes the degree to which the person is pleasant and agreeable, ranging from being warm, tolerant, and tactful, to being tough-minded, assertive, skeptical and direct.

Unconventional:Involves the degree to which the person is open to new ideas, is adventurous, ranging from being unstructured, curious, and venturesome, to being predictable, rules oriented, closed, and structured.

Extroverted:Describes the sources and focus of an individual’s emotional energy, ranging from being outgoing, dominant, ambitious, and sociable, to being introverted, shy, and quiet.

Stable:Involves the degree to which an individual is emotionally stable and resistant to stress, ranging from being well-adjusted, calm, self-confident, and poised, to being nervous and anxious.
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Personality Job Fit (JobClues)

The Clues® Personality Job Fit tool shows how a candidate’s personality characteristics and cognitive abilities fit the job by comparing their traits to those of successful performers in a specific job.

Employee Attitude Report (CandidClues)

The Clues® Attitude Fit tool shows the candidate’s attitudes toward work and work-related issues by measuring for counter-productive behaviors. The Clues® Attitude assessment measures counter-productive behaviors such as hostility and dependability, along with others, during the pre-hire testing process.

The following scales are measured using the Clues® Attitude assessment:

Hostility (Aggression)Describes the degree to which the person is not able to suppress angry feeling but rather expresses anger physically or verbally to co-workers and thus poses a real risk in the workplace.

Conscientiousness (Dependability)Describes the degree to which the individual lacks persistence, work motivation, and organization, ranging from being lackadaisical and careless to being highly disciplined and dependable.

Integrity (Honesty)Involves the degree to which the person is likely to engage in pilferage, short-changing customers, falsifying expense accounts, lying to protect him- or herself, exaggerating one’s job qualifications and other acts of dishonesty.

Good Impression (Faking)A validity scale that measures the degree to which the person has responded truthfully to the test items or is responding in such a way as to make a good impression.

Additional Scales Measured (optional):

Sexual Harassment

Involves the likelihood that this person will ask co-workers for sexual favors, make sexual remarks that upset colleagues, tell dirty jokes, or otherwise behave inappropriately at work.

Engagement Report

The Engagement tool shows the level of commitment between an individual and their current or most recent job and employer. This pre-hire testing system determines if the candidates have the ability to be engaged and motivated.

Commitment to Job
If a candidate indicates that they have a low level of commitment with their current or most recent job, the risk of hiring them is higher because you have to determine “if” they can be motivated to work in your open position.

Commitment to Employer
If you know that a candidate has a low level of commitment to their current or most recent employer, how do you know if you can motivate them to work for your company?

Onboarding Report

The candidate’s personality and learning style determine their basic work behaviors in areas such as “Learning New Things”, “Taking Direction From Others” and many others, that affect most jobs. The On-boarding tool helps the supervisor or manager better understand the personality characteristics and learning styles of the new employee in order to maximize performance as quickly as possible. Tips are also included with the results of this job assessment test to improve performance and training and coaching.

Shorten the Honeymoon Period
Imagine knowing how well a new employee will adapt to change and how well they will take direction. That knowledge along with specific tips, will help supervisors train and get the new employee up to speed and become a productive team member.

Understand Learning Style
Find out if that new employee prefers to learn new information rapidly or if they prefer to get it in small pieces over time. This shortens the learning curve and produces a quicker return on your investment with new employees?

Improve Learning Experiences
Many learning experiences occur ?on the job? with the supervisor, so knowing the nuances of how an employee best responds to learning is critical.

Change
Imagine knowing the receptivity to change and new information and how that can impact the effectiveness of coaching employees!

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100+ Job Categories

With the PeopleClues employee assessment test, you can choose from over 100 job categories with pre-built generic benchmarks in suites such as General Business, Health Care, Hospitality, Property Management, Auto Dealerships, and Salons.

Employee Attitude Report

The Clues® Attitude Fit tool shows the candidate’s attitudes toward work and work-related issues by measuring for counter-productive behaviors. The Clues® Attitude assessment measures counter-productive behaviors such as hostility and dependability, along with others, during the pre-hire testing process.

The following scales are measured using the Clues® Attitude assessment:

Hostility (Aggression)Describes the degree to which the person is not able to suppress angry feeling but rather expresses anger physically or verbally to co-workers and thus poses a real risk in the workplace.

Conscientiousness (Dependability)Describes the degree to which the individual lacks persistence, work motivation, and organization, ranging from being lackadaisical and careless to being highly disciplined and dependable.

Integrity (Honesty)Involves the degree to which the person is likely to engage in pilferage, short-changing customers, falsifying expense accounts, lying to protect him- or herself, exaggerating one’s job qualifications and other acts of dishonesty.

Good Impression (Faking)A validity scale that measures the degree to which the person has responded truthfully to the test items or is responding in such a way as to make a good impression.

Additional Scales Measured (optional):

Sexual Harassment

Involves the likelihood that this person will ask co-workers for sexual favors, make sexual remarks that upset colleagues, tell dirty jokes, or otherwise behave inappropriately at work.

Engagement Report

The Engagement tool shows the level of commitment between an individual and their current or most recent job and employer. This pre-hire testing system determines if the candidates have the ability to be engaged and motivated.

Commitment to Job
If a candidate indicates that they have a low level of commitment with their current or most recent job, the risk of hiring them is higher because you have to determine “if” they can be motivated to work in your open position.

Commitment to Employer
If you know that a candidate has a low level of commitment to their current or most recent employer, how do you know if you can motivate them to work for your company?

Onboarding Report

The candidate’s personality and learning style determine their basic work behaviors in areas such as “Learning New Things”, “Taking Direction From Others” and many others, that affect most jobs. The On-boarding tool helps the supervisor or manager better understand the personality characteristics and learning styles of the new employee in order to maximize performance as quickly as possible. Tips are also included to improve performance and training and coaching.

Shorten the Honeymoon Period
Imagine knowing how well a new employee will adapt to change and how well they will take direction. That knowledge along with specific tips, will help supervisors train and get the new employee up to speed and become a productive team member.

Understand Learning Style
Find out if that new employee prefers to learn new information rapidly or if they prefer to get it in small pieces over time. This shortens the learning curve and produces a quicker return on your investment with new employees?

Improve Learning Experiences
Many learning experiences occur ?on the job? with the supervisor, so knowing the nuances of how an employee best responds to learning is critical.

Change
Imagine knowing the receptivity to change and new information and how that can impact the effectiveness of coaching employees!

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Pricing for the use of the Clues online pre-hire testing system is based on one of the following:

Annual License Fee or Unit Based

All fees include the following for one low fee:

Company specific administration portal

Access to personality and general reasoning tests

Access to work attitude test (hourly, new hires only)

Access to over 110 job benchmarks including sales and customer service

Interview question guides with each attitude and personality report

Access to management and leadership assessments

Employee engagement assessments

Career site (license required)

All technical support is included in our fees.

Most phone support and consultative inquiries (answering questions about assessments) are included too.

This is by far the most convenient and cost effective method and allows you unlimited use of the pre-hire testing system and to run as many reports as you wish on an unlimited amount of candidates and employees.

Please note: There is a small one time set up fee per account. There are discounts available if you need more than 5 individual accounts established at one time. For example you may want each of your locations and/or departments to have their own account set up so that they can manage their own assessment data. You may then still have a Master Account that allows an administrator to have access and view all of the Sub Accounts

Unit Based

A unit is required to run reports. Unlike many of our competitors, our clients are charged per candidate not the test. That means once a candidate or employee completes the questionnaire, the employer can run additional reports on this same candidate or participant without incurring additional unit charges as long as the account is active. You are only charged one unit per candidate.
Units may be purchased in blocks of 10 or more. There are discounts available, please contact us for details.